What is remote or isolated work under WHS law?

Remote or isolated work is work that is isolated from the assistance of other persons because of its location, the time it is done, or the nature of the work — including assistance in an emergency, illness or injury (reg 5 of the model Work Health and Safety Regulations). It is not only about distance: a lone worker on a late shift, or a worker whose job means no one would notice if something went wrong, can be doing remote or isolated work even close to town.

What must my employer do for remote or isolated workers?

Under reg 48 of the model WHS Regulations, a PCBU must manage the risks to a worker associated with remote or isolated work, including, so far as is reasonably practicable, by providing a system of work that includes effective communication with the worker. In practice that means a reliable means of contact for the conditions (phone, two-way radio, satellite phone or duress alarm), regular scheduled check-ins, an emergency plan, training, and consideration of first aid and the distance to help.

Do lone workers need a check-in system?

Yes. Effective communication under reg 48 is not just handing someone a phone — it means a system where the worker can raise the alarm and where someone will act if they cannot. Regular scheduled check-ins, with a clear plan for what happens if a check-in is missed, are a core control for remote or isolated workers.

Is a duress alarm required for remote or isolated work?

There is no rule that every remote or isolated worker must carry a duress alarm. Reg 48 requires effective communication so far as is reasonably practicable, and a duress or personal-safety alarm is one of the controls to consider — especially where there is a risk of violence, where mobile coverage is unreliable, or where a worker could be unable to call for help. The right control depends on the risk.

Remote or Isolated Work Safety Checker

Q: Does Victoria have different remote or isolated work rules?

Victoria is not part of the harmonised WHS scheme — it runs its own Occupational Health and Safety Act 2004 and OHS Regulations, so the specific wording differs from reg 48. The same general duty to manage the risks of working alone or in isolation still applies. Western Australia adopted the WHS scheme in 2022 under the Work Health and Safety Act 2020 (WA), so its remote or isolated work duty broadly mirrors reg 48.

Check your duties for workers who work remotely or in isolation — communication systems, check-ins and emergency arrangements under the WHS Regs.

Last verified: 21 June 2026

Remote or isolated work — work isolated from the assistance of others because of location, time or the nature of the work — carries a specific WHS duty. The employer (PCBU) must manage the risk, including by providing a system of work with effective communication (reg 48). This tool confirms whether the duty applies and the controls to put in place: a communication system, scheduled check-ins, an emergency plan and training.

Remote or isolated work has a specific WHS duty.

Where a worker is isolated from help because of location, time or the nature of the work, the employer (PCBU) must manage the risk — including by providing a system of work with effective communication (reg 48). Answer the questions below to check whether the duty applies and what controls should be in place.

Describe the work

Pick the closest answer for each. This is about whether the worker can get help quickly if something goes wrong — not exact distances. Your answers stay in your browser.

1. Does the worker work alone?

No one else readily on hand — they could not easily call out and be heard by a colleague.

2. Is the worker far from help?

By distance, travel time, or being hard for emergency services to reach quickly.

3. Does the work happen at night or after hours?

When fewer people are around and help is harder to reach.

4. Do any of these risks apply? (tick all that apply)

These make isolation more serious — they raise what could go wrong while the worker is on their own.

Violence or aggressionDealing with the public, cash, clients in distress, or working in unpredictable settings.Sudden medical emergencyA health condition, or work where a fall, faint or injury could leave the worker needing fast help.Plant, machinery or vehiclesEquipment or driving that could cause a serious injury with no one nearby to notice.Environmental hazardsHeat, weather, remote terrain, water or wildlife.

This may not be remote or isolated work — but lone-worker risks still apply

Lone-worker basics apply

On what you described, this work may not meet the “remote or isolated work” test — the worker is not clearly isolated from help. Even so, the general duty to manage health and safety risks still applies to anyone working alone, so the communication and emergency basics below remain good practice.

The communication duty (reg 48)

A PCBU must manage the risks associated with remote or isolated work and, so far as is reasonably practicable, provide a system of work that includes effective communication with the worker (reg 48 of the model WHS Regulations). “Effective communication” means a reliable means of contact for the conditions — for example a phone, two-way radio, satellite phone or duress alarm — backed by regular scheduled check-ins so that if the worker does not respond, someone acts.

What points to this in your answers

The worker works alone, with no one else readily on hand to help.

Controls your employer should have in place

Provide a reliable means of communication for the conditions — mobile phone, two-way radio, satellite phone or a duress/personal-safety alarm where coverage may fail.
Set up regular, scheduled check-ins (for example call-ins at agreed times) with a clear plan for what happens if the worker does not respond.
Have a written emergency plan: how to raise the alarm, who responds, and how emergency services reach the worker's exact location.
Train the worker in the communication system, the check-in process and the emergency procedures, and refresh it.
Consider first aid and the distance to help — the more remote the work, the more first-aid capability is needed (a common rule of thumb for remote work is roughly one trained first aider for every 10 workers, with first-aid kits suited to the location).

If a serious risk arises

Even where the day-to-day risk seems low, an emergency can escalate quickly when a worker is alone or far from help. Make sure there is a clear way to raise the alarm, a planned response if a check-in is missed, and that the worker knows they can cease unsafe work under the WHS Act if a serious, imminent risk arises.

Run the 60-second WHS quick check or browse the Safety Hub.

The law: Model Work Health and Safety Regulations reg 5 (definition of remote or isolated work — work isolated from the assistance of other persons because of location, time or the nature of the work) and reg 48 (duty to manage risks to remote or isolated workers, including by providing a system of work with effective communication).

Your state or territory: Most states and territories apply the harmonised model WHS Regulations, where reg 48 sets the remote or isolated work duty. Victoria runs its own Occupational Health and Safety Act 2004 and OHS Regulations rather than the model WHS scheme, so the wording differs — but the same general duty to manage the risks of working alone or in isolation applies. Western Australia adopted the WHS scheme in 2022 under the Work Health and Safety Act 2020 (WA), so its remote or isolated work duty broadly mirrors reg 48. Check your own jurisdiction's regulations and any relevant code of practice.

This is general information about managing the risks of remote or isolated work under work health and safety law, not legal advice, and it does not decide your situation. Whether a particular job is remote or isolated work, and what controls are reasonably practicable, depends on the specific circumstances. If you are unsure, talk to your health and safety representative, your WHS regulator, your union or a workplace lawyer.

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FairWork Mate is an independent commercial service. We are not affiliated with, endorsed by, or associated with the Fair Work Ombudsman, the Fair Work Commission, or any Australian Government agency. Content is general information and estimates only — not legal, financial, or tax advice. Always verify with the Fair Work Ombudsman (13 13 94) or a qualified professional.

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